Women in construction are marginalised, and gendered work culture results in a higher turnover rate of early female professionals. On the other hand, after the COVID-19 pandemic, construction organisations have understood the need for digitisation to derive benefits from digital tools. Besides, it was presented that using digital devices may impact work & employment and employees’ behaviour and organisational culture. In this context, the study aims to explore how the usage of digital tools at work influences the gendered work culture and how it can improve the early career experience of female employees in the construction sector.

This research employed two data collection methods: (1) a review of previous studies and (2) a series of semi-structured interviews. Reviewing previous studies aims to understand the trend and phenomena of the research topic to build a research framework. Career development challenges for female early career professionals: family-work balance; pay; stress; recruitment and selection; training; allocation of tasks and positions; work climate and condition; network; and career opportunity. Then, a series of semi-structured interviews were conducted.

This research suggests that using digital tools in communication results in misunderstanding, fewer opportunities for bonding and relationship building with colleagues and exclusion. Moreover, the usage of digital tools enables female employees to gain respect and be heard because the results of the digital tools support their opinion. Furthermore, the data-driven perspective promotes removing bias and subconscious bias in decision-making. On the other hand, hierarchy and pressure on budget and schedule hamper the implementation of digital tools at work practice. Besides, it was identified that these changes affect the experience of early female employees in the sector. The digital-related skillsets provided them with more job opportunities, breaking gender-stereotypical norms. A remote working environment enabled by digital communication made female employees balance work and life more manageable, and promotion decisions can be based on a data-driven perspective. Regretfully, digital communication disturbs the accommodation of new employees and socialising opportunities between colleagues.

It is recommended to facilitate training programmes for digital tools to improve and promote the benefits of using digital tools. In addition, more flexible network practices can also be provided to encourage socialisation, and fair and accurate data analysis programmes for promotion can be developed.